I get a lot of questions and concerns about recruiting with AI tools, and with good reason: I have posted numerous articles about fake candidates, fake job ads, ghost positions, hijacked candidate/company information, etc. If you are trying to hire someone, posting a job ad and navigating through resumes can be daunting!
The last call that I had about this topic was with an HR person who wanted to know specifics about how we use AI. I thought that you, my audience, might also want to know the answer to that question.
First: we researched extensively to find the job board that cares about this topic like we do. We use Indeed.com almost exclusively, because they have a Trust and Safety department that monitors job ads and applications to ensure quality. I have yet to find that in other job boards. In addition, their algorithm is based on the candidate choosing what job title to use, so the search is driven by the applicant, not by the algorithm. This leaves less room for fake jobs and fake applicants.
Second: we use 2 separate systems when managing candidate flow. Separate systems keeps hackers from being able to hijack your whole recruiting platform.
Third: We have a “Human-in-loop” constantly monitoring our applicant pool. For those of you that don’t know him, Randy is the back-end genius of A-list. He calls all candidates before scheduling them for interviews, and he reviews each resume personally.
Finally: We conduct training workshops to teach our clients how to effectively screen candidates so that our clients can more easily recognize fake candidates.
The uncertainty of AI is rampant, and hackers are taking advantage of this knowledge gap. Know that we have your back and are working constantly and consistently to take some of that uncertainty off your plate.
POWER THOUGHT: “AI’ll” be there for you as you navigate through your recruiting process. (pun intended)